The key to this successful flexible work arrangement was communication. Cara and I often checked in to see how things were going. We adjusted as needed if there were any bumps, such as meetings scheduled during times when she worked from home (conference calls were the solution) and quick-turnaround work on her day off (we utilized other folks within the company to help). I kept in touch with management on Cara’s status and responded to any concerns or feedback. We also had an awesome team who recognized Cara’s commitment to her job and respected her new arrangement.
I’m proud to say Cara’s foray into flexibility two years ago led to a number of other employees at our agency making their own nontraditional arrangements. Some work from home one day a week; others have reduced hours but work five days in the office. A few have actually moved to other cities and continue to work full-time in a remote environment. We owe a lot of gratitude to our agency’s executive team for their open minds. But what really made things happen was an employee asking, a manager supporting, and an employer responding.
(To read Part 1 of this article, click here.)
To learn more about Susan, check out www.workingmomsagainstguilt.com.